Lead Effective Workplace Relationships: Short Answer Questions, Role Play & Portfolio

Running head: LEAD EFFECTIVE WORKPLACE RELATIONSHIPS
LEAD EFFECTIVE WORKPLACE RELATIONSHIPS
Name of the Student
Name of the University
Author Note

LEAD EFFECTIVE WORKPLACE RELATIONSHIPS1
Table of Contents
Assessment 1: Short Answer Questions.....................................................................................2
Answers to the question 1 to 16:............................................................................................2
Assessment 2: Role play & Portfolio.........................................................................................6
Meeting agenda:.....................................................................................................................6
Meeting report:.......................................................................................................................6
Email to team members:.........................................................................................................7
Assessment 3: Portfolio & Role play.........................................................................................7
Part A: Questions & E-Mail to Yuko.....................................................................................7
Part B: Report & template....................................................................................................10
Reference..................................................................................................................................12
Appendices...............................................................................................................................13
Appendix 1: Meeting Agenda..............................................................................................13
Appendix 2: Meeting policy and procedure.........................................................................14
Appendix 3: Networking Report..........................................................................................20

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Assessment 1: Short Answer Questions
Answers to the question 1 to 16:
1. Developing understanding skills, positive communication, understanding emotional
intelligence, managing boundaries in terms of informal and formal needs of the relationship,
and finally, listening actively.
2. Managers should adopt a transactional leadership approach, communicate, listen and work
on the advices given my team mates.
3. Workplace behaviour defines the organisation culture and with positive models instilled in
the framework, the way of thinking and working styles bring in change for company’s
productivity. Employees feel interested and comfortable working in an environment that will
not harass their basic rights or dignity in any terms.
4. Culture of other organisations that seem to have brought success to the company motivates
other companies to adapt the same in regards to same kind of industry and similar business
environment conditions. The positivity reflected in working styles, environment, facilities
given and benefits gained inspire other companies to opt similar strategies.
5. Effective interpersonal styles in workplace enhances operational efficiency that in turn
makes productivity stronger. For instance, non-transparent communication of leaders and
workers often create misunderstanding and suffering workloads. If a leader or manager
makes his employees afraid of him, he or she is not an eligible person who can motivate,
understand or inspire his team members to work.
6. Diversity in an organisation brings change in working patterns that reduces the essence of
monotony. Moreover, introducing diversity in terms of culture create gateways for employees

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to know, understand and accept the diversities of world and seek best skills that can help the
company to develop.
7. Communication: The most significant tool to avoid conflicts or resolve is communication.
Careful listening is a part of communication that allows a person to understand the other
person’s issue. Whether it be true or false, but listening completely allows emotional
intelligence to work at better place. At primary stage, understanding nature of conflict is
essential and then troubleshooting the solutions reflects better results (Cumberland et al.
2016).
Being impartial: Biasness can hamper the working condition and trust with employees.
Acknowledging or appreciating is good to inspire employee of credit but that can often create
a thinking in other employee of partiality. An effective leader has to be at neutral position for
resolving a conflict making it profitable both for the employees and company. It is always
better to analyse the situation from every side and then reaching a conclusion.
Promoting teamwork: Team working spirit enhances trustworthy dependability of the
employees and thus, support prospective working culture. In team work, employees get to
understand individual responsibilities and learn if they are not capable enough to understand
any point. Team work brings motivation, power and success of projects undertaken avoiding
any chances of conflicts. Reminding employees about successful projects that required
teamwork is the most effective way of resolving conflicts amongst them.
8. Open door policy, two-way communication feedback, building team spirit, training and use
of online tools to conduct meetings are some of the ways that encourages effective
communication of a team. Open door policy brings out creativity and sense of being involved
rather than encouraging secrecy. Two-way communicating feedback clearly reflects in-person
opinion of both the ends. Team spirit building helps the inspire team members to be

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enthusiast about working processes. Training and using digital methods of communicating
introduces new things of interest in the working system making employees much
knowledgeable and enthusiast.
9. Face-to-face communication help every commuter engaged in communicating to
understand the body language and attitude (McCleskey, 2014). People may reflect varying
confidence in writing and speaking styles. Hence, communicating by face-to-face interaction
enhances confidence of the participants.
10. Body language and attitude in workplace reflects the personality and expectations of the
employees from the company. Body language are indifferently what the mouth wants to
speak but cannot. Hence, reflection of mind gets expressed through non-verbal
communication. The significant differences in the voice tone also determines the body
language of the person.
11. Group meetings, in-person meetings, feedback strategy and communication under one
roof strategy are some of the basic steps. Firstly, identifying the problem followed by
analysing the employees associated with it and its core. Then comes arranging meetings,
communication, listening, analysis and suggesting resolutions to them.
12. Strengthening business connections is a positive aspect of networking that involves
sharing and discussion of information. Advancing in knowledge is preferable and profitable
for both employees and company. Interconnectivity allows the employees and the employers
to build knowledgeable connection. Building the confidence of the team members is an
essential benefit earned from networking. Gaining positive communication and sharing
perspectives creates a better opportunity for employees.
13.
Act Purpose Why they are important

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for effective workplace
relationships
Age
Discriminatio
n Act 2004
This act of the
parliament of Australia
prohibits
discriminations of age
in sectors of
employment,
accommodation and
education as well.
Workplace consists of
people belonging to varied
age group. Hence,
discrimination due to age
is not accepted in the
workplace and respecting
diversity is significant.
Racial
Discriminatio
n Act 1975
Gough Whitlam during
his administration in
Australia developed
this act that prohibits
racial discrimination
occurring in sectors of
employability,
education and
communities.
Cultural variation in a
workplace brings diversity
of religion and
perspectives of
employees. Hence, racial
discrimination is
considered an offense that
can harm or attack ones
basic personality and
disrespect of his/her
culture.
14. Workplace policies and procedures primarily set up an ethical way of punctuality.
Companies are accountable in sense that they have certain formal procedures to perform and
tracks to maintain that arranges their overall performance in a year. The law in a company